MSU House Letter

Michigan House of Representatives
Anderson House Office Building

Lansing, Michigan 48909-7514
April 5, 2018
Speaker Tom Leonard

Michigan House of Representatives
164 Capitol Building
Lansing, MI 48933
Speaker Leonard,
In January, you asked our committees to launch inquiries concerning Michigan State
University’s handling of the Larry Nassar case and to identify policy and budget solutions to
prevent such a tragedy from happening again. We would first like to thank you for your
leadership on this issue, for entrusting us with these important tasks, and for your support.
Since January, we have worked with the members of the Law and Justice Committee and the
Appropriations Subcommittee on Higher Education – Republican and Democrat – as well as
policy advisors and counsel, to find out what happened at MSU, and to make informed policy
and budget recommendations. We have requested, received, and reviewed thousands of pages of
documents from MSU, as well as written answers to approximately 50 detailed questions posed
by committee members. A copy of those questions and answers is attached to this letter.
In addition, we have met with numerous survivors of Larry Nassar and listened to their stories.
The courage shown by the survivors in telling what happened to them and advocating for change
has been inspirational, and their input has been instrumental in this process.
Members of the MSU community also reached out to share their perspective on the systemic
failures which may have helped facilitate incidents of sexual misconduct. Their statements were
enlightening, and they have shed light on institutional defects which clearly warrant change.
Our inquiries led to numerous findings, some of which were alarming enough to convey to law
enforcement for further investigation. While ongoing criminal and civil investigations promise a
more detailed public account of MSU’s handling of the Nassar case, a summary of the key
findings we can disclose is as follows:
 From 2014 to the present, at least 243 survivors reported abuse by Larry Nassar to the
MSU Police Department. Most of the survivors were minors at the time of the abuse. And
while many survivors were gymnasts, others were not. In addition, since Rachael
Denhollander’s Title IX complaint in 2016, MSU has received 91 other Title IX
complaints against Nassar.
 Nassar seems to have spent decades developing his ability to abuse patients without
detection by identifying and exploiting loopholes in the policies that governed his
professional conduct and patient relationships. This was exacerbated by what appears to
have been an increasing self-awareness of his distinguished reputation and the great trust
placed in him by patients and the community. To illustrate:
o Medical records were never kept for many of Nassar’s “treatments,” and
numerous records that were kept lacked any reference to the sensitive nature of
the “treatments” (e.g., intravaginal). We are not aware of any specific MSU policy
then in place which prohibited such conduct.
 Nassar attempted to use this to his advantage in the 2016 Title IX
investigation against him in which the complainant asserted Nassar’s
treatment included vaginal and rectal penetration. While he first told
investigators he did not recall treating her, after reviewing her medical
records to refresh his recollection, he confidently argued that there was no
penetration (apparently because there was no reference to such).
o MSU did not have an adequate informed consent policy in place for much of the
period examined, which Nassar methodically exploited.
 When Nassar starting performing his treatments in the 1990s, it appears he
took careful steps so they would be perceived as medically appropriate,
such as by explaining the procedure to the patient with a pelvic model
demonstration and providing informational materials prior to treatment.
The evidence reviewed demonstrates that his conduct shifted over time as
he became more aware of what he could get away with. By the late 1990s
and early 2000s, it appears he occasionally would only mention that he
was going to adjust the pelvic bone, for example, without fully explaining
the procedure. By 2014, he seems to have felt confident enough to abuse
his patients without any prior notice or explanation whatsoever of the
purported medical treatment. By 2016, he was self-assured enough to
readily admit to investigators that he “does not get written consent from
the patient before treatment” and even testified that “unless the patient
stops him, he is assuming the patient understands.”
o MSU’s policies did not require a chaperone or other person to be present in the
exam room during sensitive examinations or treatments of minors for much of the
period examined, which Nassar took full advantage of on multiple occasions.
 In some cases, MSU had destroyed the survivors’ medical records by the time the
survivors reported Nassar to the MSU Police. While the evidence reviewed demonstrates
that such records may have proven useful to at least one of the survivors seeking justice
against Nassar, MSU’s destruction of the records appears to have been in compliance
with both state law (requiring retention for seven years) and MSU’s record retention
policy (requiring retention for ten years).
 Nassar did not solicit or receive payments from patients or their insurers for many of the
“treatments” he performed, including those at his home and at Twistars, which should
have raised questions about his motives to investigators much earlier than it did.
 MSU failed to properly investigate Nassar in response to the Title IX complaint filed by
Amanda Thomashow in 2014. By doing so, it may have enabled the abuse of others
which otherwise might have been prevented.1 Its failings include the following:
1
We feel compelled to note MSU appears to defiantly and wrongfully maintain it did not mishandle this
investigation. For example, MSU defends the conclusion of the 2014 report finding Nassar’s abuse of Ms.
Thomashow was medically appropriate on the basis that the facts of her case were materially different
from those of a later investigation which reached the opposite conclusion. See attached, Question 9. The
university also tries to minimize the significance of different reports going to the complainant and Nassar
o MSU erroneously concluded Nassar did not engage in misconduct and almost
entirely based this conclusion on the flawed testimony of biased medical experts.
 MSU failed to utilize truly independent medical experts to determine
whether Nassar’s conduct was medically appropriate. Astonishingly, one
of the witnesses was hand-picked by Nassar himself, while two others
were suggested by then-Dean William Strampel. They were Nassar’s long-
time colleagues and associates who knew him on a personal level, with
one, Dr. Lemmen, even admitting to being one of his “very close friends.”
Such familiarity with the subject of the investigation presents a clear
conflict of interest which should not have been ignored. To further
illustrate, one expert, Dr. DeStefano, told the investigator "she would
never say that [Nassar] would have any intent in exam other than purely
professional." But if she was not willing to ever say that, no matter what
the evidence against Nassar was, then why would MSU rely on, or even
ask for, her opinion on whether he did in fact have such intent?
 The reasoning used by most of the experts, and relied upon by the
investigator, was fallacious at best. They mostly provided circular
justifications, such as Nassar’s reputation, for their conclusion that his
conduct was medically appropriate (i.e., his work is medically appropriate
because he is so well known and famous for his medical work).
o MSU sent Ms. Thomashow a materially different version of its Title IX report
than it sent to Nassar and others internally. The added language in the version
which went to Nassar, which points to the potential need for corrective actions, is
difficult to reconcile with the report’s conclusion that misconduct did not occur.
In addition to a lack of transparency and fairness, this discrepancy demonstrates
an office culture more focused on protecting the institution than survivors. And
MSU’s admission that this may have occurred in other cases is troubling.
o Inexplicably, Ms. Thomashow was not provided with the ability to appeal the
investigation’s report or conclusions, per MSU’s policy then in place.
o Then-Dean William Strampel imposed corrective protocols on Nassar, including
having others present during sensitive treatments and minimizing skin-to-skin
contact, and, as stated by MSU, “it was the responsibility of COM Dean Strampel
to implement and monitor compliance with the agreed-upon protocols.” Yet Mr.
Strampel, and by extension MSU, failed to follow up and enforce the protocols.
 Several survivors stated they reported Nassar’s abuse to MSU employees around the time
of the incidents, and years before the public learned of Nassar’s crimes. Yet MSU
confirmed its Office of Institutional Equity did not receive any reports regarding Nassar
from MSU coaches or athletics staff prior to his termination in September 2016.
by relying on such being consistent with the university’s Title IX obligations. See attached, Question 1.
Similarly, in defense of the investigation’s reliance on Nassar-affiliated experts, the university argues the
“potential for bias or conflict of interest was taken into account” and their conclusions in support of
Nassar were justified by “clear rationales.” See attached, Question 23. Putting aside the conflicts with
known facts (e.g., Dr. DeStefano’s statements in the report demonstrate actual bias), MSU’s arguments
simply miss the point. It is incontrovertible that MSU arrived at the wrong conclusion in 2014 and failed
to properly conduct its investigation, and MSU would do well to fully acknowledge that mistake.
 It appears at least one MSU gymnastics employee made statements and conducted
themselves in a way which, by virtue of their position of authority over team gymnasts,
served to prevent one or more gymnasts from reporting sexual misconduct. Whether such
a result was intentional or purposeful remains unclear, however.

As these findings indicate, there are clear gaps in current law, regulations, and policies that help
enable an environment which, unfortunately, has proven ripe for abuse. While MSU has made
many positive changes to its policies addressing these gaps, the Legislature must now act to
correct these deficiencies on a broader scale to the greatest extent it can. It must also closely
monitor the impact and effectiveness of these changes in the coming years.
The Michigan Senate has already passed a package of bills to begin addressing the inadequacies
of current law. These bills are primarily aimed at ensuring that the survivors of Larry Nassar and
other similarly situated survivors will have their day in court. However, we believe additional
changes are needed not only to more comprehensively protect others from similar abuses, but
also to change the very culture which allows for sexual abuse to occur – whether in a medical
setting, school, or anywhere else in our communities.
To that end, we have extensively analyzed current law and the information received from MSU,
and in consultation with the survivors, other lawmakers, and numerous stakeholders, we have
compiled the list below of tailored recommendations for further consideration. Though not all of
us necessarily agree with each and every proposal, we all agree that a broad review of potential
solutions is necessary to protect our children from predators like Larry Nassar and fix the
problems revealed by his horrific crimes.
Prevention and Deterrence
 Ensure intravaginal treatment on minors, outside of certain necessary situations, is not
normalized. Additionally, to the extent such treatments are utilized, best practices must
be instituted and more guidance must be provided to practitioners. Specifically, we
propose the following changes:
o Require the Board of Osteopathic Medicine and Board of Medicine to issue
publicly available guidance materials to medical practitioners on intravaginal
medical treatments, including internal pelvic floor treatments;
o Prohibit, with certain exceptions (e.g., OB/GYN care and emergencies), the
performance of a medical treatment involving vaginal or anal penetration on a
minor unless: 1) the treatment is within the professional’s scope of practice; 2)
another healthcare professional is in the room during treatment; and 3) informed
written consent on a standardized form is obtained;
o Require the Michigan Department of Licensing and Regulatory Affairs to create a
standardized consent form for vaginal and anal penetrative treatments on minors
that includes, in part, statements regarding the use of gloves and the presence of
another healthcare professional during these treatments;
o Require any medical treatment consisting of vaginal or anal penetration to be
referenced on the patient’s medical record;
o Require the retention of a patient’s medical record referencing a vaginal or anal
penetration treatment for 15 years, as opposed to the current seven-year statutory
retention period.
 Require the retention of a patient’s medical record by a healthcare facility for 15 years if
the patient files a complaint to that facility regarding sexual misconduct by an employee;
 Modernize and update the law prohibiting physicians from inducing female patients into
sex under the false pretext of medical treatment (MCL 750.90) to ensure that the crime
covers all patients from all forms of sexual assault, and require the immediate, permanent
revocation of a physician’s license if he/she is convicted of this crime. Penalties for the
crime should also be increased in light of the existing penalties for criminal sexual
conduct to make this statute a more useful tool for prosecutors;
 Create new, tougher penalties for distributers and financiers of child pornography to
supplement the changes for possession brought by SBs 878-79;
 Require the Department of Education to maintain a record stating the reason or reasons
for, and circumstances surrounding, a separation of service for school employees, to deter
predators from moving to another school after being accused of sexual misconduct;
 Require the Department of Education to develop age-appropriate informational material
relating to sexual misconduct to distribute to school districts;
Early Intervention
 Create a new crime for using one’s position of authority over another to prevent that
person from reporting criminal sexual conduct (HB 5537);
 Expand the OK2Say program to specifically cover sexual misconduct (HB 5539);
 Expand the mandatory reporter law to cover coaches (HB 4020) and athletic trainers (HB
5538), as well as physical therapists (HB 5541);
 Provide training for mandatory reporters to more effectively identify abuse;
 Prohibit schools from expelling or suspending students for reporting sexual assault;
Justice for Survivors
 Expand the admissibility of prior sexual crimes in a criminal prosecution (HB 5658);
 Expand the list of people who can submit victim impact statements at sentencing (in
addition to requiring the presence of the defendant during victim impact statements,
which the House recently supported with its passage of HB 5407);
 Prohibit the public disclosure of a sexual assault survivor’s identity when anonymously
proceeding in a civil lawsuit;
Governmental Accountability
 Create a Title IX Ombudsman in the Department of Civil Rights to more
comprehensively provide means to justice for students on college campuses;
 Increase accountability for public officials by updating the Governor’s constitutional
authority to remove officials from the State Board of Education and the boards of public
universities under MCL 168.293;
 Encourage public universities to improve their policies, training, and services for
survivors of sexual assault (HR 164);
 Encourage public universities to submit 5-year Title IX improvement plans;
 Implement the following reforms on public colleges and universities through the Higher
Education budget:
o Prohibit the use of expert witnesses who are employed by the institution and/or
have close ties with the accused in the course of Title IX investigations;
o Prohibit the issuance of divergent Title IX reports to the survivor and to the
accused;
o Require the Office of the Auditor General to periodically audit the Title IX
operations of state universities;
o Require universities to notify law enforcement when investigating a sexual assault
complaint against an employee of that institution, if the survivor requests such;
o Require annual reporting by universities to the Legislature and others on the
number of Title IX complaints, the time to complete Title IX investigations, etc;
o Withhold funding for any university that fails to comply with sexual assault
prevention requirements;
o Encourage universities to conduct a sexual assault presentation for all freshmen
and sophomores with contact information for the Title IX office;
o Prevent a university from seeking payment of medical bills for “treatment”
provided by physicians convicted of a related crime;
o Require universities to have independent third-parties investigate their Title IX
compliance for the upcoming school year;
o Require universities to annually notify the Legislature that the university president
and at least one university board member has reviewed all incidents involving any
employee sexual misconduct that was reported in a Title IX complaint;
o Require all Title IX Reports regarding an MSU employee to be transmitted to the
Board of Trustees;
o Require an outside investigation when multiple Title IX complaints are made
against an employee, if the university previously cleared the employee of
wrongdoing.
We plan to introduce a bipartisan package of legislation to effectuate these recommendations in

the coming days, with committee hearings on the bills, as well as the Senate package, soon after.
Given the significant policy changes brought by these bills, a thorough and deliberative
committee process with ample opportunities for public input is both justified and expected.
Additional ideas are also anticipated.
We appreciate your continued leadership and support on this important issue. It has been our
pleasure to serve the people of Michigan in this endeavor, and we look forward to delivering to
them a comprehensive set of solutions to protect our children from sexual misconduct.
Sincerely,
Chairman Klint Kesto Chairwoman Kim LaSata

Law and Justice Committee Appropriations Subcommittee on Higher Ed.
District 39 District 79
Minority Vice Chair Stephanie Chang Minority Vice Chair Jon Hoadley
Law and Justice Committee Appropriations Subcommittee on Higher Ed.
District 6 District 60
Founded in 1852 MICHIGAN: Ann Arbor
by Sidney Davy Miller Detroit • Grand Rapids
Kalamazoo • Lansing • Troy
FLORIDA:
Tampa
ILLINOIS:
Chicago
NEW YORK: New York
SCOTT R. ELDRIDGE Miller, Canfield, Paddock and Stone, P.L.C. CANADA: Windsor
TEL (517) 483-4918 One Michigan Avenue, Suite 900 CHINA: Shanghai
FAX (517) 374-6304 Lansing, Michigan 48933 MEXICO: Monterrey
E-MAIL eldridge@millercanfield.com
TEL (517) 487-2070 POLAND: Gdynia
FAX (517) 374-6304 Warsaw • Wrocław
www.millercanfield.com
March 29, 2018
Representative Kim LaSata VIA EMAIL

Chairwoman
Appropriations Subcommittee on Higher Ed.
House of Representatives
State of Michigan
P.O. Box 30014
Lansing, MI 48909-7514
Representative Klint Kesto

Chairman
Law and Justice Committee
House of Representatives
State of Michigan
P.O. Box 30014
Lansing, MI 48909-7514
Re: Michigan State University – March 8, 2018 Information Request
Dear Chairwoman LaSata and Chairman Kesto:
This responds to your March 8, 2018 letter directed to Michigan State University, seeking
answers to written questions you have posed related to “the University’s handling of the Larry
Nassar case, the University’s Title IX policies and procedures, and other related matters.” We,
again, appreciate your willingness to extend the deadline for these answers, which appear below
and are based on information currently available to the University.
QUESTIONS/ANSWERS
1. How does MSU explain the fact that there were two different Title IX reports that
resulted from the 2014 investigation of Amanda Thomashow’s allegations: one that
was provided to Ms. Thomashow, and one that was provided to Larry Nassar?
The differences between the report as issued to Ms. Thomashow and Nassar are limited
to the last two paragraphs of the report, which discuss the investigator’s
recommendations regarding steps that the department should consider implementing
even though no violation was found. Other than that, the versions of the 21-page report
sent to each of Ms. Thomashow and Nassar are word-for-word identical. The two
MILLER, CANFIELD, PADDOCK AND STONE, P.L.C.
Chairwoman LaSata and Chairman Kesto -2- March 29, 2018
additional paragraphs of recommendations were included in the report distributed to

Nassar, his Dean, the Office of General Counsel, and Academic Human Resources.
The Office of Inclusion and Intercultural Initiatives (“I3”) informed Ms. Thomashow
that, despite the finding of no-violation, I3 had made recommendations for policy and
practice changes based on the information learned through the investigation, without
discussing the specifics thereof. This practice was consistent with the University’s
Title IX obligation to inform claimants of the outcome of the investigation.
2. In 2014, did MSU have a rule, procedure, or any other type of policy in place to
prohibit the issuance of different final investigative reports to the complainant and the
respondent at the close of an investigation? Is such a policy in place today?
Under present practice, the Office of Institutional Equity (“OIE”) limits investigation
reports to the questions of whether or not a violation occurred, the rationale for the
decision, and the specific steps recommended to address any violations found to exist.
This is the result of a clearer definition of how the OIE investigative report fits into the
University’s overall Title IX compliance effort. If an investigator has
recommendations that go beyond the confines of the specific matter or has
recommendations for improvements to policies or practices in matters where no
violation was found, those are addressed in a separate communication to appropriate
persons for their consideration and review. As a result, under current practice, the
investigative report issued to the claimant and the respondent is identical.
At the time the report regarding Ms. Thomashow’s allegations, I3 did not have any
policy specific to whether investigative reports shared with claimants and respondents
had to be identical. Title IX at that time required only that a claimant be advised of the
“outcome” of the investigation. Generally, in matters involving students alleging
violations by other students, both the claimant and the respondent were given access to
the report sent by I3 to the Student Conduct Board. In matters involving allegations by
a claimant who was neither a student nor employee of the University, such as was the
case with Ms. Thomashow, the degree to which an investigation report was shared with
the claimant varied with the facts and circumstances, such as concerns regarding
employee privacy or the terms of any applicable collective bargaining agreement. In
some cases, the claimant was informed only as to whether or not a violation of the
policy was found to exist, in other cases more information was shared.
3. The 2014 final report for Amanda Thomashow includes an interview with Larry Nassar
in which he states that there was “no preset protocol for whether to have another person
in the room during such an exam.” Was that accurate then? Is it accurate now? If yes,
then why does MSU not have such a protocol in place?
Nassar’s statement was accurate at the time. Since that time, the University
HealthTeam has adopted the Policy on Patient Privacy, Chaperones and Informed
Consent for Examination, Treatments or Procedures, (“Policy on Patient Privacy”),
https://msu.edu/ourcommitment/patient-safety/PatientPrivacyDuringProcedures-Oct-
2017.pdf. The policy, among other things, provides for a patient’s right to have a
chaperone present during sensitive examinations and treatments if the patient so
desires, and for explanation of that right before the examination or treatment
commences.
4. At the end of the version of the 2014 Amanda Thomashow Title IX report that was
provided to Nassar, Kristine Moore suggested that reporting protocols relating to the
reporting of misconduct should be reconsidered (e.g., should a complaint to the front
desk receptionist trigger a reporting protocol?). Have reporting protocols changed
accordingly since that incident? If so, how? Would a patient complaining to a front
desk receptionist at a clinic today trigger any reporting protocols?
Yes. Since 2014, the Universities policies relating to Title IX compliance and
reporting have been revised. MSU’s Relationship Violence and Sexual Misconduct
Policy outlines reporting protocols for incidents of relationship violence and sexual
misconduct (pages 25-30). It requires that all University employees, other than those
identified as confidential sources and certain medical professionals providing patient
care, are expected to promptly report relationship violence, stalking, and sexual
misconduct that they observe or learn about in their professional capacity and that
involve a member of the University community (faculty, staff, or student) or which
occur at a University-sponsored event or on University property. While these
expectations existed in 2014, the current policy provides greater emphasis and clarity.
Furthermore, MSU mandates that employees report sexual misconduct and relationship
violence to both the MSU Police Department and OIE. OIE reviews and responds to
reported incidents of harassment and discrimination, including relationship violence
and sexual misconduct. MSU through its policy and resource materials informs
individuals of their right to participate in both a criminal and University investigation
and provides options for reporting to a confidential source, such as a counselor. As a
result, a front desk receptionist who received a communication which was understood
to be a report of sexual misconduct would have a duty to report the matter to OIE and
MSUPD. MSU strengthened mandatory reporting by including consequences for
employees who fail to adhere to their reporting obligations in the August 2017 revision
of the Relationship Violence and Sexual Misconduct Policy.
The Relationship Violence and Sexual Misconduct Policy can be found at:
https://www.hr.msu.edu/policies-procedures/university-wide/RVSM_policy.html
Additional information and resources to support reporting can be found at the

following links:
http://titleix.msu.edu/make-a-report/index.html. http://titleix.msu.edu/policy-
info/mandatory-reporting.html http://titleix.msu.edu/_files/documents/mandatory-
reporting-guide.pdf
MSU also maintains mandatory reporting requirements for child abuse and child
pornography in the policy titled University Reporting Protocols: Child Abuse, Sexual
Assault, and Child Pornography. These reporting protocols apply to all employees and
volunteers who perform services for the University. The policy requires that all
employees and volunteers report suspected child abuse or neglect directly to law
enforcement; individuals who are mandated reporters under state law must also report
directly to Child Protective Services. Employees or volunteers who become aware of
suspected child pornography on MSU IT Resource must contact the MSU Police
Department immediately. Employees or volunteers who knowingly fail to report
suspected child abuse, child neglect, sexual assault, or child pornography may be
subject to disciplinary action, up to and including dismissal. The full text of the
protocols may be found at:
https://www.hr.msu.edu/policies-procedures/university-wide/reporting_protocols.html
In addition to the foregoing, both the MSU Police Department and MSU’s OIE connect
individuals who report with advocacy and support resources available on campus and
in the community, including through confidential campus and community crisis
hotlines and support services. An overview of these resources can be found at:
http://titleix.msu.edu/find-resources/index.html.
• Student Claimant Resource Guide
http://titleix.msu.edu/find-
resources/Student%20Claimant%20Resource%20Guide%20011118.pdf
• Employee Claimant Resource Guide
http://titleix.msu.edu/find-
resources/Employee%20Claimant%20Resource%20Guide%20011118.pdf
• Claimant Resource Guide for Unaffiliated Parties
http://titleix.msu.edu/_files/documents/unaffiliated-claimant-resources-guide-5-31-
2017.pdf
• MSU Police Department Options & Resources for Survivors

https://www.hr.msu.edu/policies-procedures/university-wide/documents/AppC-
MSU_PD_infoForms.pdf
The University has adopted information sharing protocols to enhance the flow of
information between the MSU employees who share responsibility for compliance.
Finally, general information about the University’s Title IX policies and procedures
can be found at http://titleix.msu.edu/policy-info/index.html.
5. What has MSU done to address the inadequacies identified in the version of the 2014
report that was provided to Larry Nassar but not the complainant, Amanda
Thomashow?
The issues raised by Ms. Moore are most immediately addressed in the University
HealthTeam Policy on Patient Privacy and in the enhancements to MSU reporting
policies discussed in response to questions 3 and 4.
6. Aside from the Amanda Thomashow Title IX report in 2014, are there any other Title
IX cases that Michigan State University (“MSU”) is aware of in which a
victim/complainant was given a different version of the final report than the
respondent?
As discussed in response to question 2, under the practice in effect prior to the

formation of OIE, the information shared with claimants, other than in cases
concerning student on student misconduct, may have been different than that shared
with a respondent or the respondent’s supervisors, particularly if one party was not a
student, employee or faculty member of MSU. However, under the practices in place
since mid-2015, this has not occurred.
7. Please provide a list of all MSU employees known to have seen the 2014 Thomashow
Title IX report before it was made public.
Prior to its being sent to Ms. Thomashow, the report was sent to William Strampel,
then Dean of the College of Osteopathic Medicine, Terry Curry, Associate Provost and
Associate Vice President for Academic Human Resources, Theresa Kelly, Office of
General Counsel, and possibly to Paulette Granberry-Russell, who was the Director of
I3 and Ms. Moore’s supervisor.
8. Was there any follow-up with Amanda Thomashaw [sic] after the 2014 Title IX
investigation was completed? If so, what did this entail? If not, why not?
Upon completion of the investigation, Ms. Moore met with Ms. Thomashow to inform
her that the report would conclude that there had not been a violation of the sexual
harassment policy and explain the rationale for the decision. When the investigation
report was later sent to Ms. Thomashow, she was invited to provide feedback and was
informed that I3 had recommended changes in the policy as a result of the facts
developed in the investigation.
In 2016, after receiving a complaint from Rachael Denhollander regarding Nassar, OIE
contacted Ms. Thomashow to discuss her potential participation in that investigation or
a reopening of the investigation of her complaint. Ms. Thomashow did not respond to
those contacts until after filing her individual lawsuit against MSU. Once a suit is
filed, resolution of an individual’s grievance is through the judicial process invoked by
the claimant rather than through MSU’s internal grievance procedures.
9. How does MSU account for very different conclusions between the 2014 Title IX
investigation (Thomashow) and the 2017 Title IX investigation (Denhollander) given
that they involved the same respondent (Nassar) and similar allegations?
MSU thoroughly investigated each of Ms. Thomsahow’s and Ms. Denhollander’s

complaints. The investigation of Ms. Denhollander’s complaint proceeded with
knowledge of Ms. Thomashow’s prior complaint as well as other claimants who came
forward while the Denhollander investigation was pending. The two investigations
revealed facts that were materially different as between Ms. Thomashow and Ms.
Denhollander, and these differences account for the fact that no violation was found as
to Ms. Thomashow’s complaint but one was as to Ms. Denhollander’s.
Ms. Denhollander reported that Nassar engaged in intra-vaginal massage (penetration)

and anal penetration during the course of the purported medical treatments for her
back, and Nassar at times appeared sexually aroused during the treatments. She further
reported that Nassar had massaged her breast, even though she was not consulting him
for any upper body problems. Ms. Denhollander’s mother, who was present in the
room during the treatments, also reported at least one instance in which Nassar
appeared to her to have been sexually aroused during the treatment. Nassar denied that
he had engaged in the behavior as described by Ms. Denhollander. At no point did
Nassar attempt to justify the behavior described by Ms. Denhollander as medically
appropriate treatment. Having found there being no medical explanation for the
conduct, a violation was found.
Ms. Thomashow consulted with Nassar to address gait issues and during the
examination indicated she experienced shoulder pain with certain movement. Ms.
Thomashow reported external contact/massage in the breast and genital area. While
she noted that she feared the possibility of vaginal penetration, she stated that such
penetration did not occur. She did not allege any anal penetration. Nassar did not
dispute the specifics of the physical conduct described by Ms. Thomashow, but
contended that the conduct was a legitimate modality of osteopathic treatment. He
explained that in treating shoulder issues it is common to have to palpate the ribs, and
in doing so, contact with the breast is unavoidable. He stated that the contact near the
vaginal area was part of a recognized procedure called an STL Release. Nassar also
provided conference presentations describing the STL Release procedure much as it

had been described by Ms. Thomashow. MSU also consulted other osteopathic
practitioners who stated that the conduct as described was consistent with recognized
modalities of osteopathic treatment. Based on the statements of Nassar and the three
other medical professionals interviewed, the investigation concluded that the physical
conduct in this instance was a legitimate modality of osteopathic treatment, and
therefore not a violation of the sexual harassment policy.
10. What is the current status of the U.S. Department of Education, Office for Civil Rights’
(OCR) monitoring of the MSU Resolution Agreement signed by MSU in 2015?
MSU has a monitoring report due to be filed with OCR on or about June 30, 2018. In
addition, in January 2018, MSU sought technical assistance from OCR regarding
procedures for responding to additional complaints concerning Nassar. On February
22, 2018, OCR informed MSU that it would provide the technical assistance, but
requested additional information before doing so. In addition, OCR stated it was
conducting a directed investigation to determine whether the extensive information that
came to light in conjunction with Nassar’s trial and news reporting on the matter
required further action. MSU provided responses to OCR on March 1 and March 9, the
dates set by OCR for response.
11. Has the wait time for a sexual assault survivor/victim to access a counselor gone down
from 2-4 weeks (referenced in the Sept. 1, 2015 OCR letter)? What is the average
current wait time? What is the written policy regarding referral to counseling for Title
IX complainants/sexual assault victims on campus?
Sexual assault survivors have two primary options for seeking mental health treatment
on campus, the Sexual Assault Program and the Counseling Center. All individuals
seeking a first appointment through the Counseling Center of MSU Counseling &
Psychiatry Services (“CAPS”) are seen on a same-day, walk-in basis for their initial
appointment. There may be a wait time for follow-up services depending on acuity and
the services needed. The database used by CAPS does not allow for isolating the wait
time for specific groups of students. All sexual assault survivors are offered a referral
to the MSU Sexual Assault Program for the second and subsequent appointments.
For the MSU Sexual Assault Program (“SAP”), all of the individuals who seek services
directly from SAP complete an intake with the program. These individuals as well as
those who are referred to the program (such as through the Counseling Center) are put
on a waitlist and assigned services based on acuity. Survivors can begin advocacy
services or groups immediately. There is no waitlist for advocacy services. The MSU
Sexual Assault Program also has a crisis counselor who maintains the waitlist,
completes intakes, and checks in with survivors while they wait. During the current,
spring 2018 semester, the average wait time to see a counselor through the MSU
Sexual Assault Program has been five days, and 72% of new clients have been
assigned to a therapist in seven days or less. Wait times can be affected by acuity of
need, by a patient’s expressed preference for a particular counselor or other factors.
The wait time has gone down since 2015 because the program has added additional
therapy staff. In the spring 2015 semester, the average wait time was 25 days. In the
fall 2015 semester, the average wait time was reduced to 14.5 days. At the beginning
of 2015, the MSU Sexual Assault Program employed two therapists, but increased its
staff to four therapists by the end of 2015. Currently, the MSU Sexual Assault
Program has five therapists and a crisis counselor. The program has posted an opening
for another crisis counselor position and recently received confirmation of grant
funding for two additional therapists and two additional advocates, which are currently
posted.
The policy for referrals is outlined in MSU’s written Relationship Violence & Sexual
Misconduct (RVSM) Policy.
12. What steps has MSU taken since the Sept. 1, 2015 OCR letter to reduce the length of
time to get to final resolution in Title IX cases?
MSU has significantly increased staffing resources in the Office of Institutional Equity
to support a prompt and equitable investigation process. When OIE was initially
created, the office had a staff of three full-time investigators. The number of full-time
investigators increased to seven during the 2015-2016 academic year and nine during
the 2016-2017 academic year. With Interim President Engler’s recent authorization of
additional staffing resources for OIE, this will increase to a total of 10 full-time
investigators. Additionally, MSU has four staff positions and Interim President Engler
recently authorized the addition of new staff positions to support timely response to
reported incidents. MSU has implemented internal protocols, including a case
management system to increase the efficiency of administrative elements of the OIE
process. MSU has taken steps to streamline the sanction and appeal processes outlined
in the Relationship Violence and Sexual Misconduct Policy in order to improve
efficiency while preserving fairness. MSU is currently searching for a second staff
member to support the student conduct process to further improve efficiency. These
steps have reduced the average time to complete an investigation from 153 days during
the 2014-15 academic year to 80 days in the 2016-17 academic year. The time to
complete the student conduct process has fallen from 88 days to 48 days in the same
period.
13. Do students have the option of filing a sexual harassment complaint with the Michigan
Department of Civil Rights, in addition to Office of Institutional Equity (“OIE”)? If so,
does MSU make students aware of that option?
To the extent the Department asserts jurisdiction of student claims, students may file a
complaint with the Michigan Department of Civil Rights. MSU’s RVSM policy
specifically advises students of their right to file a complaint regarding sexual

misconduct with the MSUPD, local law enforcement authorities and the U.S.
Department of Education Office of Civil Rights in addition to an internal grievance
with OIE. Employees are specifically advised of their option to pursue a claim through
the Michigan Department of Civil Rights. RVSM Policy at pp. 21-23 and 33.
14. When a report finding that sexual misconduct occurred is submitted from the OIE to
MSU’s Title IX Coordinator, what are the Title IX Coordinator’s next steps? How are
those next steps determined?
Reports prepared by OIE investigators are reviewed by the Director of OIE, but are not
routinely sent to the Title IX Coordinator. The Director of OIE reviews investigative
reports for thoroughness, accuracy, and consistency in order to identify patterns or
issues that suggest the need for a broader or more systemic response. After review by
the Director of OIE, reports finding a violation occurred are submitted to the
appropriate University personnel to determine appropriate sanctions. Whether the
respondent is a student, faculty member, or staff employee determines which body or
person receives the report. In addition, the Director of OIE reports to the Title IX
Coordinator regarding issues identified as meriting consideration for a broader
response. The Title IX Coordinator is responsible for considering the information
provided by the OIE Director, along with information from various other sources to
evaluate the effectiveness of overall compliance efforts and to develop additional
policies, training, protocols, or actions to further enhance compliance efforts.
15. Does the OIE currently have any policies, guidelines, or protocols in place regarding
the interviewing of closely associated colleagues of a respondent as medical experts in
investigations into whether a respondent’s medical conduct was appropriate?
While not specific to investigations involving medical experts, investigators do have

general training in how to recognize and account for possible witness bias when
making determinations. OIE has also issued written direction to investigators on the
use of outside experts, which is not limited to the potential use of medical experts.
16. Were complainants in sexual misconduct investigations by OIE in 2014-16 provided

the right to appeal a final determination? How about today? If so, are complainants
notified of that right to appeal? How?
OIE became operational as an investigative group around July 2015. Beginning in

September 2015, student claimants and respondents were permitted to challenge the
OIE decision, which was akin to an appeal, and resulted in a determination regarding
the OIE finding. In August 2016, MSU revised its policy to include student sanction
and appeal procedures, which outlined a new appeal process for both claimants and
respondents that were students. Appeal procedures were implemented for faculty and
academic staff in September 2016 and included equal appeal rights for both the
claimant and respondent. In May 2017, the faculty and academic staff appeal
procedures were expanded to include equal appeal rights for all employee claimants
and respondents. The investigative findings are sent to the claimant and respondent
simultaneously with a cover letter that explains the right to appeal the findings along
with instructions for appealing. For employees, appeals to the Equity Review Officer
may be made within ten days. For students, when no violation is found, an appeal may
be filed with the Equity Review Officer within ten days. For students, when a violation
is found, the report is sent to the Office of Student Conduct and Conflict Resolution, as
discussed in response to question 14. Appeal rights in such cases are triggered once
the sanctioning body/official has rendered a final decision. Appeal rights are generally
described in the notification of the sanctioning body/official’s decision. The appeals
process for student conduct complaints are also described in the RVSM Policy at page
39-40.
17. Were there any appeals of the Title IX reports/conclusions regarding Nassar?
No.
18. Did any MSU coach or other athletics department employee ever report complaints
regarding Nassar to OIE?
Prior to MSU’s termination of Nassar’s employment in September 2016, OIE did not
receive any reports from coaches or athletics department staff regarding Nassar.
19. When was the Interim Measures and Training Specialist position created at OIE? Is this
a permanent position?
The Interim Measures and Training Specialist position was created and filled during
2016. It is a permanent position within OIE.
20. How frequently are interim measures used after a Title IX complaint/sexual assault
complaint is made? What are examples of interim measures that have been used in
the past 5 years?
Interim measures are available to all claimants and respondents both through OIE
and through confidential resources. They are frequently used and most often
implemented with input from the claimant. Some measures, such as a decision to
suspend an employee pending investigation, may be made without claimant input by
the University. Until the implementation of OIE’s case management system in
2016, OIE and its predecessor I3 did not track interim measure statistics separately.
In addition to requesting interim measures directly through OIE, MSU’s Policy
allows for such requests to be made through confidential resources on campus
including the Sexual Assault Program and MSU Safe Place. Because these are
confidential resources, information about interim measures would not be reported to
OIE or tracked, unless OIE assistance was required in the implementation of an

interim measure.
The scope of interim measures necessarily varies with the specific circumstances of
each matter and the needs of the individuals involved. Measures that are frequently
employed include: no-contact orders or other activity restrictions; housing
assignment or work location adjustments; course or work schedule adjustments;
academic adjustments such as extensions of time to complete course work or
retaking of exams; and suspension pending investigation.
21. After the 2014 investigation regarding the Thomashaw [sic] complaint, what steps
were taken to monitor recommendations in the report such as (1) having someone in
the exam room and (2) using gloves (i.e. not using personal/ungloved touch)?
Dean Strampel informed I3 that the College of Osteopathic Medicine (“COM”) agreed
with the recommendations made in the report and was implementing the same.
Thereafter, it was the responsibility of COM Dean Strampel to implement and monitor
compliance with the agreed upon protocols.
22. Have communication and informed consent protocols changed since the 2014 Amanda
Thomashow Title IX report? Are there currently any requirements that doctors explain
sensitive medical procedures before treatment? Have informed consent protocols or
procedures changed?
Yes. See the University HealthTeam Policy on Patient Privacy, described in response
to question 3, above.
23. Is it typical that the Title IX office would interview doctors who have a “very close
relationship” with the respondent (Larry Nassar) and were all educated and/or
employed at the same university to see if the medical practice is valid? Are there any
conflict of interest considerations that the Title IX office considers before deciding who
to interview? Is there a written policy regarding this?
The issue of whether a particular medical practice is a valid modality of treatment has
rarely arisen in MSU’s Title IX investigations. As a result there are insufficient data
points to say that any particular practice is or is not “typical.” In the 2014 Nassar
investigation, the medical professional referred to as having a “very close relationship”
with Nassar had been identified by Nassar as a witness with whom to speak and the
relationship was noted in the report so it could be taken into account when evaluating
the evidence. The investigator independently sought recommendations from then-Dean
Strampel as to other doctors who could provide an informed and impartial expert
analysis of the conduct described by Ms. Thomashow and Nassar. Strampel identified
two additional personnel who were each interviewed. As with any investigation, the
potential for bias or conflict of interest was taken into account. All of the medical
personnel, despite their respective level of professional association with Nassar, stated
that the conduct was a recognized treatment modality and provided clear rationales for
their assessments.
24. In a July 30, 2014 email from Dr. William Strampel to Larry Nassar, Dr. Strampel
provides new protocols for Nassar to follow after the 2014 Title IX investigation
against him. The third protocol states that “[n]ew people in our practice will be
oriented to be sure they understand these requirements” (i.e.., that there should be
another person in the room for sensitive procedures, there should be little to no skin-to-
skin contact unless medically necessary, and if skin-to-skin is necessary, the patient is
adequately informed with another person in the room). Has this protocol been
implemented and is that currently departmental policy for new practitioners?
These protocols are in place as part of the University HealthTeam Policy on Patient
Privacy.
25. Does MSU currently have any policies, guidelines, or protocols in place to require that
any disciplinary or corrective protocols imposed on an employee investigated for
misconduct be communicated to anyone other than the affected employee? Were any
such policies or guidelines in place in 2014? If not, does MSU plan to implement such
policies, guidelines, or protocols moving?
MSU has implemented a set of information sharing protocols which address these
concerns, which can be found at https://oie.msu.edu/policies/index.html. These
protocols were not in place as of 2014. The practice at that time was that the
administrative unit manager would be made aware of any corrective
protocols/restrictions or recommendations resulting from an investigation. The
administrator with authority over the unit could also consult with human resources if the
administrator had questions about the extent to which information could be shared or
how to monitor compliance.
26. It appears that MSU’s Sports Medicine has or had a medical record retention policy of
ten years, after which medical records are destroyed. Does MSU’s Sports Medicine still
have this policy in place today? If so, is MSU considering lengthening the record
retention policy in light of it being shown inadequate here?
The requirement that records be retained for a minimum of ten years exceeds the current
statutory requirement of seven years. MCL 333.16213. Nonetheless, the University
HealthTeam is in the midst of conducting a global policy review and there is potential
that the minimum retention time will addressed.
27. Did or does MSU have a policy giving patients the right to have someone else present in
the room? Is there a specific policy regarding the presence of another person in the
room when the patient is a minor?
Yes. See the University HealthTeam Policy on Patient Privacy, referred to in response
28. Did anyone at MSU investigate the medical professionals who validated Nassar’s
claims in the 2014 Title IX investigation with regards to whether they had ever had
any documented ethics or malpractice complaints filed against them, either with the
State Board or MSU? Did any of them also consult for Twistars or USA
Gymnastics?
It is not MSU’s practice to do background investigations on witnesses to a Title IX

investigation. We believe Dr. Lemmen volunteered with Twistars and USA
Gymnastics. To MSU’s knowledge, none of the medical professionals consulted in
the 2014 investigation had a record of any ethics violation or malpractice findings
with either the State Board or MSU at the time of that investigation.
29. Why was Nassar allowed to continue practicing medicine at MSU after the first Title
IX complaint was made against him? Why did it take until August 2016 for him to be
reassigned when the first complaint had been filed two years prior in 2014? When a
Title IX complaint is filed against a MSU employee, is there any consideration made
about whether that person should be at least temporarily removed or have less contact
with potential victims as an interim measure? Is the consideration of these
possibilities different for student respondents vs. employee respondents?
On or about April 21, 2014, Ms. Thomashow met with Dr. Jeffrey Kovan and
expressed concerns that the medical treatment she received from Nassar had been
inappropriate and may have been a form of sexual misconduct. Dr. Kovan
immediately reported the conversation to I3, the office then in charge of investigating
sexual misconduct allegations. I3 reported the matter to MSUPD in May 2014 after
obtaining more detailed information from Ms. Thomashow. Nassar was reassigned
from patient care responsibilities pending the outcome of the investigation. As noted
above, the I3 investigation concluded that no violation of MSU’s then-existing sexual
harassment policy had occurred. MSUPD turned over the results of its investigation
to the Ingham County prosecuting attorney’s office. The prosecutor’s office did not
file any criminal charges following its review. Because the I3 investigation found no
violation of the University’s sexual harassment policy, and no criminal charges had
been filed nor were anticipated, there was no cause to remove Nassar from
employment or the medical practice, and he was allowed to return to active practice.
Thereafter, Ms. Thomashow did not have additional contact with Nassar. Upon
receiving Rachael Denhollander’s complaint in late August 2016, MSUPD forwarded
the information to OIE. Nassar was again reassigned from patient care duties
pending the outcome of the investigation. Nassar was terminated in September 2016
rather than returned to active practice as the investigation indicated that Nassar had
failed to consistently abide by the practices communicated to him in 2014, and had
failed to disclose or provided misleading information about the fact that his service
with U.S.A. Gymnastics had been terminated involuntarily as the result of an

investigation of sexual misconduct. MSU did not learn of the involuntary nature of
the termination or the reasons for it until after Nassar had been suspended on August
30, 2016. Between the two investigations, there had been no additional complaints
regarding Nassar’s behavior nor had the University otherwise become aware of
information that warranted termination.
As to the more general question, the potential need for interim measures, some of
which may involve temporary activity or access restrictions on the respondent, is
considered when a complaint is filed and while pending. Those measures can take
several forms. They can include a no contact order requiring the respondent to avoid
contact with the claimant, restricting a respondent’s access to campus or portions
thereof, and suspension of employees or students. Whether the respondent is a
student rather than an employee is one of several factors taken into account in
crafting the interim measures most appropriate to the particular circumstances of an
individual case.
30. Have there been any changes since either the 2014 (Thomashaw [sic]) or 2017
(Denhollander) reports related to requiring another adult or medical professional to be
in the room for potentially intrusive/sensitive procedures conducted by MSU doctors?
Yes. See the University HealthTeam Policy on Patient Privacy, referred to in response
31. Were there any Title IX complaints against Nassar, other than the 2014 (Thomashaw
[sic]) and 2017 (Denhollander) complaints, that did not result in a “full” investigation?
How many? And what were the reasons for not completing a full investigation?
Between April 2014 and August 2016, the only complaint concerning Nassar was that
received from Ms. Thomashow. Ms. Thomashow’s complaint was the subject of a full
investigation by I3. Since Ms. Denhollander’s complaint in 2016, 91 complaints have
been received to date. All claimants were offered support services and interim
measures when appropriate and feasible. OIE then explained the investigation process,
and informed the claimant that Nassar had been terminated by the University. Claimants
were given the option of invoking a full formal investigation or providing a witness
statement that shared as much information as the claimant was comfortable divulging.
Claimants were informed that the witness statements would be shared with the Title IX
Coordinator and reviewed to inform decisions concerning relevant policies, procedures,
and training in order to propose improvements as appropriate. Formal investigations
were conducted whenever requested by the claimant and were not conducted when the
claimant stated a desire to proceed solely by way of witness statement or to not
participate. All information received was reviewed by the Title IX Coordinator as part
of MSU’s ongoing efforts to provide an inclusive and safe environment. Of the
complaints filed in 2016-17, 5 claimants elected to seek a full, formal investigation; the
remainder did not. Of the complaints filed to date in 2017-18, none of the claimants has
requested a formal investigation.
32. Has MSU made any policy changes since the Nassar case to improve such
communications with students or athletes regarding investigations of misconduct
against University employees or officials?
The University is not certain as to the scope of the question and which communications
you are particularly interested in. As noted in response to other questions, all students
are required to participate in a two-hour workshop when first attending MSU, and an
additional online training program annually thereafter. The training includes
information regarding policies and procedures for reporting perceived sexual
misconduct and the process by which the University resolves the allegations. In
addition, student-athletes are required to participate in annual training regarding sexual
misconduct issues. Employees are required to complete training within thirty days of
hire and biennially thereafter.
Student Training:
1. Required Online Training
All undergraduate and graduate students are required to complete an annual online
training program. First-year students will complete a full-length course and returning
students will complete a different, shorter course each year, which explores a related
topic at a deeper level. Students will not be able to access important academic
information in the student information system, including grades, until they complete this
training.
Online training programs for students include information on the following topics:
• Providing information to identify sex discrimination and sexual harassment,

including relationship violence and sexual misconduct.
• Raising awareness of the impact of these issues on the campus community and
encouraging community members to engage in efforts to end these types of
violence.
• Advising members of the MSU community about their rights and reporting
options under the Relationship Violence and Sexual Misconduct Policy.
• Communicating behavioral expectations for all members of the MSU
community as outlined in the policy.
• Connecting community members with support and resources.
2. Required Workshop
The Sexual Assault and Relationship Violence Prevention Program (“SARV”) is a

required workshop for all first-year and transfer students. SARV offers a number of
peer-facilitated workshops throughout the year. The SARV workshop is a two-hour,
peer-facilitated workshop that offers a forum for students to engage in conversation and
be educated about sexual assault and relationship violence on campus, and empowers
these students to become active members in keeping the MSU community safe. In fall
2017, SARV launched a supplemental workshop for upper class students providing
instruction on bystander intervention skills.
SARV also offers an LGBTQ specialized workshop. During this workshop, the format is
slightly changed so all scenarios are gender neutral. There is no gender breakout for the
second half of the workshop, as there are for other SARV programs. Additional
information is provided regarding unique challenges LGBTQ survivors of sexual assault
and relationship violence may face, as well as resources to address needs specific to
LGBTQ individuals.
SARV provides an International Student SARV Workshop designed to accommodate a

wide range of cultural backgrounds, social norms, and education regarding issues of
sexual assault and relationship violence. This workshop provides more definitions of
terms, education regarding American university culture, and additional information about
legal issues and resources for international students.
SARV provides specialized workshops for Greek-affiliated students, called Greeks Take
the Lead. The focus of this program, which was developed collaboratively with the
Greek community, is to raise awareness about issues of relationship violence and sexual
misconduct, recognize ways to intervene, understand the intersection of alcohol and
sexual violence, discuss positive tools for supporting victims, and tips for making their
environment safer.
The SARV program has also worked with campus partners such as MSU Police and the
Title IX Coordinator on three grant-funded programs awarded through Governor
Snyder’s Campus Sexual Assault Grant Program. These grants have funded development
of the following programs:
• Bystander Network training program for area bars and cab companies
• Bystander Intervention workshop for upper class students
• Multi-tiered prevention education program for Greek-affiliated students
Training for Student-Athletes, Athletics Coaches, and Staff:
MSU provides training annually to Athletics Coaches and Staff on multiple dates
addressing the following topics:
• MSU’s policies and grievance procedures;

• The role and duties of the OIE office and the Title IX Coordinator;
• How to recognize and appropriately address incidents and complaints under
Title IX, including where and with whom to report such incidents; and
• How to identify sex discrimination, sexual and gender-based harassment, assault
and violence.
Student athletes on every varsity team receive two presentations per year addressing
issues related to sexual misconduct: the first, “Huddle Up”, is presented by the Institute
for Sport and Social Justice and the second program is provided by OIE. Together, these
programs, and the University’s other required training programs for students, address the
following topics: an overview of Title IX and OIE, mandatory reporting at MSU, the
University’s RVSM Policy, applicable laws, healthy relationships, consent, sexual
violence prevalence and attitudes, harassment, stalking, sex discrimination, reporting,
intersectionality of alcohol/drugs and sexual violence, and bystander intervention
strategies.
MSU Awareness and Outreach Programs:
As part of its ongoing commitment to prevent, respond to and educate about sexual
assault, partners across Michigan State participate in the “It’s On Us” campaign. This
includes posters, promotional giveaways, social media messaging, and events designed to
raise awareness. Events for the 2016-2017 academic year included a nationally
recognized speaker, a movie screening and panel discussion, campus town hall meeting,
and the inaugural Student Leadership Institute: Engaging and Empowering Student
Leaders to Prevent Sexual Violence.
MSU also utilizes multi-disciplinary committees, such as the Sexual Violence Advisory
Committee and Violence Free Communities Committee to gather input from the
community regarding pressing campus climate concerns and seek input and suggestions
to improve the campus culture at MSU.
33. How many Title IX complaints were made to MSU from 2000 to 2017?
The below statistics reflect complaints received by I3 or OIE in the years listed,
regardless of whether the complaint was ultimately determined to involve a matter
that arose under Title IX or was in the University’s jurisdiction. Prior to the 2015-16
academic year, MSU did not have an electronic data base to track Title IX complaints.
The University is working on back filling the data base with cases from earlier years
and has largely completed the process for years back to 2011-12. However, given the
lack of an organized system at that time, the numbers for years prior to 2015-16 may
be subject to change as additional information is found.
2011-2012: 55
2012-2013: 89
2013-2014: 108
2014-2015: 201
2015-2016: 461
2016-2017: 718
2017-2018 YTD (3/25/18): 740
34. What are the requirements to become a Title IX investigator at MSU? How are Title IX
investigators trained at MSU? What type of training do the investigators receive
regarding their analysis, the preponderance standard, etc.? How often does this training
happen? How often are the investigators evaluated?
Below is the Job Description for the Title IX investigator position which lists required
and preferred qualifications, as well as a summary of the on-going training activities
provided to investigators.
Title IX Investigator Position Description:
Position Summary
The Institutional Equity Investigator position is located within the Office of Institutional
Equity and is responsible for numerous aspects of university compliance with civil rights
laws and policies. Responsibilities include: investigate claims of discrimination and
harassment involving students, employees, and third parties in compliance with
university institutional equity policies and civil rights laws. This includes, but is not
limited to, interviewing parties/witnesses, coordinating interim measures, identifying,
obtaining and analyzing relevant evidence, conducting complex analysis under relevant
legal standards, producing high quality investigation reports, and representing the office
in student conduct hearings. Act as an impartial fact finder in the investigation process.
Handle claims with sensitivity and neutrality, ensuring office and university process is
followed throughout. Provide input regarding policies and procedures at the university
related to institutional equity. Work collaboratively with colleagues, committees, campus
partners and experts to ensure civil rights compliance. Provide training and guidance
related to institutional equity matters; ensure training meets all legal requirements.
Identify and address systemic equity issues; assist director of office to respond to
findings. Work to infuse the value of inclusion - a core value of the university - into the
university community and support inclusive efforts across campus. Work to build a
culture of active respect and concern for all members of the Spartan community. Perform
other duties as assigned.
Unit Specific Education/Experience/Skills
Knowledge equivalent to that which normally would be acquired by a four-year college

degree; three to five years of related and progressively more responsible work experience
in complaint investigation, mediation, and conflict resolution in a university setting or
equivalently complex organization; knowledge of civil rights laws, affirmative action
legislation and programming, and familiarity with administrative law hearing process;
understanding of related US cultural and historical social movements; experience in
multicultural recruitment and retention strategies; comprehensive record-keeping and
research skills; familiarity with legal and business software applications; and/or strong
presentation and public speaking skills; or an equivalent combination of education and
experience.
Desired Qualifications
JD or advanced degree in relevant field; experience in higher education; experience in a

compliance related role; experience in training and professional development program
delivery; ability to build consensus, collaborate and work with broad numbers of, and
diverse, campus and off campus partners; adherence to deadlines and excellent written
and verbal communication skills; prior experience with successfully, independently and
efficiently managing an active caseload; excellent work ethic and high level of
motivation and productivity; strong analytical and critical thinking skill and ability to
analyze, summarize and present findings and recommendation.
Investigator Training:
Training is provided to the Title IX Investigators on how to conduct adequate, reliable,

and impartial Title IX investigations, including an emphasis on the claimant’s right to
pursue the University’s process and the law enforcement process at the same time, as
well as a reminder of the policy prohibiting retaliation and intimidation. Investigators
receive annual training regarding their analysis, application of the preponderance
standard, investigation best practices, report writing, and trauma informed interview
practices. The training also addresses revisions to MSU’s policy and how to respond to
additional incidents of alleged sexual harassment and retaliatory harassment that the
University receives notice of during the investigation. Investigators also engage in
external professional development annually by attending conferences and training
programs offered by professional organizations recognized for expertise in this area.
MSU also engages in the practice of conducting case reviews, which follow an “after-
action review” model. These case reviews allow MSU’s Title IX investigation team to
assess the implementation of our policy and procedures and identify any adjustments to
policy, procedures, or protocols that need to be addressed. Investigation reports are peer
reviewed in many cases and are reviewed and approved by the OIE Director before they
are issued.
Investigators receive an annual performance review by their director.
35. How many total Title IX staff were there at MSU for each year starting in 2000 and
ending in 2017?
The below statistics reflect employment positions within OIE and the Title IX
Coordinator’s office for the years starting in 2015-16. As noted in the Husch
Blackwell report, other positions on campus contribute to Title IX compliance in
various ways, even if not designated as the full scope of their duties. Thus,
accurate counting of “Title IX staff” is difficult. Prior to 2015-16 responsibility
for investigations of Title IX complaints was shared between I3 or its predecessor
and personnel who were not dedicated full time to Title IX issue investigations.
Thus, the numbers for the period prior to 2015-16 are not directly comparable to
later years.
• 1/2000-6/2004: 1 investigator
• 6/2004-early 2006: 2 investigators
• 2006-7/2011: 1 investigator
• 8/2011-7/2014: 2 investigators
• 8/2014-10/2014: 3 investigators
• 11/2014: 2 investigators
• 12/2014: 2 employee investigators plus one independent contractor
• 2015-2016:
o Administrators: 2
o Investigators: 7
o Staff: 2
• 2016-2017:
o Administrators: 2
o Investigators: 9
o Staff: 4
• 2017-2018:
o Administrators: 2
o Investigators: 9 (1 of 9 positions is being backfilled now due to staffing
departure, 10th position being hired now)
o Support staff: 4
36. How many counselors does MSU have for sexual assault victims/survivors at Safe Place,
CAPS, and the sexual assault program for each year starting in 2010 and ending in
2017?
Counselors dedicated to supporting sexual assault survivors are housed within MSU’s
Sexual Assault Program, which is a unit separate from CAPS, but still within MSU’s
Student Health and Wellness organization. As such, CAPS does not have designated
positions for sexual assault counselors. Prior to the August 2017 restructuring of the
Student Health and Wellness unit and merger with Counseling and Psychiatric Services,
the MSU Sexual Assault Program was a sub-unit of the Counseling Center. All senior
staff with CAPS—approximately 24 clinicians—are able to work with sexual assault
survivors, and doctoral interns receive advanced training in trauma therapy.
The MSU Sexual Assault Program had one therapist in 2010 and 2011, and two therapists
for each year 2012 through 2014. That number increased from two to four therapists in
2015; and four therapists for all of 2016. The Program had five therapists and one crisis
counselor in 2017. The Sexual Assault Program currently includes other full-time staff
positions including a volunteer coordinator for the 24-hour crisis hotline, a crisis
counselor and program advocate, as well as administrative and support staff.
For each year 2010 to present, MSU Safe Place has had four persons offering counseling
services each spring and fall semester, two of whom are graduate interns and two of
whom are full-time staff members. During the summer, when graduate student interns
are unavailable, the two full-time staff members provide counseling services.
37. Are copies of the MSU SAFE and SARV policies provided to MSU students and student
athletes? Under these policies, how long is the training, what is the content, and how
does it describe what sexual harassment, assault and violence are? (Does it include
unwanted touching and/or penetration in its description?)
SAFE and SARV are not policies per se. SARV is the Sexual Assault and Relationship
Violence Prevention Program. MSU assumes your reference to SAFE is to either the
Sexual Assault First-year Education program created by the predecessor office, I3, or the
Safe Place program which provides shelter and other services to survivors of domestic or
relationship abuse. The SAFE training was replaced in August of 2016 with a new suite
of online training programs titled “Not Anymore.” All undergraduate and graduate
students are required to complete an annual online training program. First-year students
will complete a full-length course and returning students will complete a different,
shorter course each year, which explores a related topic at a deeper level. Students will
not be able to access important academic information in the student information system,
including grades, until they complete this training.
Online training programs for students include information on the following topics:
• Providing information to identify sex discrimination and sexual harassment,

including relationship violence and sexual misconduct.
• Raising awareness of the impact of these issues on the campus community and
encouraging community members to engage in efforts to end these types of
violence.
• Advising members of the MSU community about their rights and reporting
options under the Relationship Violence and Sexual Misconduct Policy.
• Communicating behavioral expectations for all members of the MSU
community as outlined in the policy.
• Connecting community members with support and resources.
The Sexual Assault and Relationship Violence Prevention Program (“SARV”) is a

required workshop for all first-year and transfer students. SARV offers a number of
peer-facilitated workshops throughout the year. The SARV workshop is a two-hour,
peer-facilitated workshop that offers a forum for students to engage in conversation and
be educated about sexual assault and relationship violence on campus, and empowers
these students to become active members in keeping the MSU community safe. In fall
2017, SARV launched a supplemental workshop for upper class students providing
instruction on bystander intervention skills.
SARV also offers an LGBTQ specialized workshop. During this workshop, the format is
slightly changed so all scenarios are gender neutral. There is no gender breakout for the
second half of the workshop, as there are for other SARV programs. Additional
information is provided regarding unique challenges LGBTQ survivors of sexual assault
and relationship violence may face, as well as resources to address needs specific to
LGBTQ individuals.
SARV provides an International Student SARV Workshop designed to accommodate a

wide range of cultural backgrounds, social norms, and education regarding issues of
sexual assault and relationship violence. This workshop provides more definitions of
terms, education regarding American university culture, and additional information about
legal issues and resources for international students.
SARV provides specialized workshops for Greek-affiliated students, called Greeks Take
the Lead. The focus of this program, which was developed collaboratively with the
Greek community, is to raise awareness about issues of relationship violence and sexual
misconduct, recognize ways to intervene, understand the intersection of alcohol and
sexual violence, discuss positive tools for supporting victims, and tips for making their
environment safer.
The SARV program has also worked with campus partners such as MSU Police and the
Title IX Coordinator on three grant-funded programs awarded through Governor
Snyder’s Campus Sexual Assault Grant Program. These grants have funded development
of the following programs:
• Bystander Network training program for area bars and cab companies
• Bystander Intervention workshop for upper class students
• Multi-tiered prevention education program for Greek-affiliated students
38. From the Sexual Violence Advisory Committee (SVAC) formed at MSU on October 15,
2015, what strategies have been identified for recommendation, and what have been the
results of the annual public meeting?
The 2015-16 and 2016-17 SVAC Reports to the Title IX Coordinator and the Title IX
Coordinator’s response thereto are made available to the entire campus community and
can be found at: http://titleix.msu.edu/information-reports/index.html.
39. Did/does the “No Excuses” campaign at MSU, which began in 2013, reach individuals
who are not MSU students but who interact with MSU staff/faculty?
The “No Excuses” program, which was developed internally at MSU, is no longer in
use. It has been replaced by MSU’s participation in the national “It’s On Us”
campaign, which is a collaborative effort involving numerous student organizations,
governance groups, and campus units. The campaign includes a variety of outreach
efforts targeting both students and employees including events, as well as social media
messaging, posters, and promotional giveaways designed to raise awareness and
community engagement. Each semester, MSU hosts a “week of action” providing
concentrated events over a weeklong period to drive community engagement.
40. How successful has the memorandum of understanding between MSU and local police
departments regarding sexual assault been? How is this being evaluated? Is this
modeled after a MOU between any other university and local police departments?
MSU has entered into MOUs with seven (7) local and state police departments. The
agreements have been successful in promoting information flow and cooperation
between MSUPD and the other departments. The framework for the MOUs was drawn
from the sample MOU provided by the White House Task Force to Protect Students
From Sexual Assaults established in 2014.
41. What, if any, changes is MSU making pursuant to the recommendations in the Husch &
Blackwell November 2017 report, such as changing the bases of appeals for OIE
decisions?
In response to the Phase 1 report issued in November 2017, MSU implemented the
following policy changes in January 2018.
January 2018 Policy Revisions:

• Definition of sexual harassment (HB p. 15)
• Definition of consent clarified so it is clear that consent cannot be revoked
retroactively (HB p.15)
• Statement that the RVSMP applies to individuals of the same sex (HB p. 16)
• Statement that RVSMP prohibits discrimination on the basis of national origin
(HB p. 16)
• Move definition of retaliation from appendix in to the policy (HB p. 17)
• Clarification around interim measures (HB p.19, 22)
• Dismissal of advisor (HB p. 21)
• Clearly state our practice of concurrent notification of outcome (HB p. 21)
• Addition of order of protection information (HB p.22)
• Clarified statement of equal procedural rights (HB p. 25)
• Clarification of investigator role (HB p. 27)
• Clarification of sexual exploitation (HB p. 27)
Additional recommendations outlined in the report, including discussion regarding the

bases for appeals, will be the subject of discussion through our RVSM Policy
Workgroup later this spring. This multi-disciplinary workgroup reviews the policy
each year resulting in a revised policy implemented at the start of each academic year.
42. When will the second phase of Husch & Blackwell’s review be completed? Will it still be
completed by Spring 2018?
MSU received a preliminary report from Husch Blackwell relating to phase two of the
Title IX external review in March 2018. It is anticipated that the report will be
finalized during the Spring 2018 semester. The Preliminary Phase Two Report can be
found at http://titleix.msu.edu/information-reports/index.html. MSU has already
begun reacting to recommendations in the preliminary report by restructuring Title IX-
related functions to improve coordination and alignment. Additionally, MSU has
announced the addition of twelve new staff positions in the newly created Office for
Civil Rights and Title IX Education and Compliance, and the newly created Title IX
Prevention, Outreach, and Education office, as well as the Office of Institutional
Equity. In partnership with the Governor’s Office, MSU also announced the addition
of four new positions in the Sexual Assault Program.
43. Sexual assault is currently and has been an ongoing problem at MSU and other
universities across our state.
a) What resources does MSU provide to prevent campus sexual assault and
what resources does MSU provide to survivors?
b) What is the utilization rate of those resources?

c) How have sexual assault rates been impacted since the introduction of
those resources? What has changed since the Nassar case?
(a) MSU provides many resources to prevent campus sexual assault and to support
survivors. In addition to the policies and resources described in response to
Questions 3, 4, 11, 14, 32, 36, 37, 38 and 39, MSU provides a variety of training
programs to support prevention of sexual misconduct and relationship violence. In
addition to the programs listed previously relating to the SARV program, MSU
offers workshops delivered by peer educators on bystander intervention strategies
and offers a two-hour self-defense workshop. MSU provides the “Not Anymore”
online training which is required for all students, staff and faculty. The program
consists of separate tracks geared to these various constituencies. In addition, there
is annual refresher training for students under the “Every Choice” Program.
Further, specialized training is provided to Residence Education and Housing
Services Staff, student athletes, athletic coaches and staff, and Greek-affiliated
students. Additional voluntary specialized programs are offered to international
students as well as LGBTQ students. OIE provides targeted training as requested
or recommended to various units of the University.
As described in response to various questions above, MSU also engages in proactive

engagement to increase awareness of issues related to sexual misconduct through
the “It’s On Us” campaign. MSU also utilizes multi-disciplinary committees, such
as the Sexual Violence Advisory Committee and Violence Free Communities
Committee to gather input from the community regarding pressing campus climate
concerns and seek input and suggestions to improve the campus culture at MSU. In
collaboration with these committees, MSU conducts periodic campus climate
checks and develops strategies and interventions in response to the information
gathered.
Resources available on campus for survivors include:
MSU Safe Place, a University-run stalking, domestic violence, and dating violence
shelter, provides free and confidential services and advocacy to persons affected by
stalking, domestic violence, or dating violence.
The Sexual Assault Program is a provider of free crisis intervention and advocacy
services to survivors of sexual misconduct. It facilitates immediate emergency
response and crisis intervention, provides a 24-hour Sexual Assault Crisis Line, and
in person medical advocacy. SAP also offers individual and group therapy on a no-
cost basis for MSU Students.
MSU Counseling and Psychiatric Services provides individual and group counseling
to students, including survivors, in a number of areas such as depression, anxiety,
substance abuse, stress management, and other issues.
While not targeted to sexual misconduct survivors, the Employee Assistance

Program is a source of referrals and counseling for any employee experiencing
issues related to sexual misconduct.
OIE Interim Measures are designed to ameliorate the immediate effects of alleged
sexual misconduct while an investigation proceeds. Interim and protective
measures are support services, accommodation, and other assistance the university
puts in place after receiving notice of incidents of relationship violence or sexual
misconduct. These measures can be implemented before any final outcomes
(investigatory, disciplinary, or remedial) have been determined. Interim measures
are available even if an individual chooses not to report to law enforcement or
participate in a university or criminal investigation.
Resource Materials:
MSU has developed and distributed resource guides and other materials to support
survivors. Many of these items are provided by service-providing units such as
MSU Safe Place and the Sexual Assault Program. MSU provides comprehensive
resource guides, which are publicly available at: http://titleix.msu.edu/find-
resources/index.html. The website and resource guides include information on
medical support, confidential counseling and advocacy, interim and protective
measures, as well as community, state, and national resources. Following are links
to the resource materials available through OIE:
Title IX Cards
It’s On Us Posters
The Annual Title IX Report is available publicly at:

http://titleix.msu.edu/information-reports/index.html
(b) There is no way to compare the number of individuals who utilize sexual assault
resources to the number of survivors, as not all survivors report being sexually
assaulted. During the 2017-2018 academic year, CAPS Counseling Services has
served 527 students who have reported a history of unwanted sexual contact. All of
these students have been offered a referral to the MSU Sexual Assault Program. The
percentage who follow through on this option cannot be pulled from the CAPS
database. In 2016, the MSU Sexual Assault Program served 573 clients, 195 of
whom received individual therapy, and provided 1,485 total therapy sessions. In
2017, those numbers increased to 661 clients served, individual therapy for 291
clients, and 1,874 total therapy sessions.
(c) As noted in part (b) developing reliable information on the actual number of
instances of sexual misconduct occurring in a given period is difficult due to issues
such as non-reporting. The number of reports received by OIE and MSUPD has
increased year-to-year since 2014, but it is expected that improved reporting
procedures and heightened awareness would result in an increase even if the number
of instances of sexual misconduct had remained constant or fallen.
In recent years, MSU has worked to raise awareness around relationship violence
and sexual misconduct and implemented mandatory reporting protocols. As
anticipated, MSU has seen an increase in the number of reported incidents of
relationship violence and sexual assault. While there is no direct data from
individuals reporting incidents to indicate if a prevention program or availability of
support resources precipitated the report, data from the National College Health
Assessment in 2016 placed MSU at the top of participating institutions with over
90% of students participating in the survey reporting that they had received
information from the university relating to sexual assault and relationship violence.
44. Under the Clery Act, colleges and universities that receive federal funding must annually
report crimes committed on campus.
a) How is MSU currently carrying out its duties under the Clery Act?
c) Is there a Clery Compliance Office or Coordinator?
d) Has MSU ever received a fine or otherwise been penalized for non-
compliance with the Clery Act?
e) Were actions committed by Larry Nassar included within the Clery report? If
not, why not?
f) Is the Clery report released publicly?
(a) MSU accumulates data required to be contained in the Clery Act report
throughout the year and publishes and annual crime and fire statistics report, as
required by the statute. Officers receive training regarding Clery reporting
responsibilities.
(c) Yes, the Clery Act Coordinator is Kristine Moore, who chairs the Clery Act
Compliance Committee, which has representatives from Student Life, OIE,
Office of General Counsel, Athletics, International Studies and Programs,
Residence Education and Housing Services, MSUPD, the Provost’s Office,
Human Resources, and Land Management.
(d) No.
(e) Yes, the the reports regarding Nassar would have been included in the statistics
provided for the year in which the complaint was made. The 2017 Clery Act
report contains a reference to the reports of misconduct by Nassar and an

explanation of how the reports were incorporated into the data.
(f) Yes, it is available at: http://police.msu.edu/news/annual-security-fire-safety-

report/
45. What training mechanisms are in place to assist MSU law enforcement officers in
recognizing the signs of sexual assault?
All MSUPD sworn officers receive training regarding stalking, domestic and
relationship violence and sexual assault that includes trauma informed interviewing
techniques, referral to campus and other resources and information regarding MSU
policies regarding sexual misconduct reporting and investigation. In addition, sworn
officers are required to engage in the employee training listed in response to prior
questions.
46. What is the protocol that MSU law enforcement officers follow when a complaint of
sexual assault is received?
MSUPD maintains written protocols regarding response to complaints of sexual

assault and coordination of the working relationships between MSUPD, OIE and the
Title IX Coordinator. The protocols are reinforced with training and checklists
provided to all MSUPD sworn officers, whether they are part of the Special Victims
Unit or not. The set of protocols and check lists is enclosed.
47. After U.S.A. Gymnastics (USAG) fired Nassar as the team doctor, what
communications did MSU officials have with USAG regarding this decision? What
communications did MSU officials have internally regarding Nassar’s role at MSU
in light of his firing by USAG, and how soon after the USAG fired him did that
happen? Was there ever a consideration of firing or suspending Nassar at that time?
If not, why not?
MSU did not become aware that USAG had fired Nassar until September 2016. At
the time Nassar ceased consulting with USAG, he announced that he was
voluntarily retiring from that work. USAG did not provide any contradictory
information to MSU, nor did USAG advise MSU that it had received and
investigated complaints of sexual misconduct by Nassar. MSU first learned of
Nassar’s involuntary termination by USAG through published reports in the media
after Nassar had been suspended. Upon learning that Nassar had been involuntarily
separated by USAG in connection with the investigation for sexual misconduct,
MSU decided that Nassar’s failure to have provided this information to MSU and
misleading MSU was an additional cause for termination of his employment
Thank you for your attention to this matter. Please contact me if you have questions.
Respectfully,
Miller, Canfield, Paddock and Stone, P.L.C.
By:
Scott R. Eldridge
Enclosure
Cc: Mr. Hassan Beydoun, General Counsel, Michigan House of Representatives

Brian Quinn, Assistant General Counsel, MSU
Patrick Fitzgerald, Esq.
31153329.2\060505-00040

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Michigan House of Representatives

Anderson House Office Building

Speaker Tom Leonard

We plan to introduce a bipartisan package of legislation to effectuate these recommendations in

Chairman Klint Kesto Chairwoman Kim LaSata

March 29, 2018

Representative Kim LaSata VIA EMAIL

Representative Klint Kesto

Re: Michigan State University – March 8, 2018 Information Request

Dear Chairwoman LaSata and Chairman Kesto:

Chairwoman LaSata and Chairman Kesto -2- March 29, 2018

additional paragraphs of recommendations were included in the report distributed to

Chairwoman LaSata and Chairman Kesto -3- March 29, 2018

Additional information and resources to support reporting can be found at the

Chairwoman LaSata and Chairman Kesto -4- March 29, 2018

• Student Claimant Resource Guide

• Employee Claimant Resource Guide

• Claimant Resource Guide for Unaffiliated Parties

• MSU Police Department Options & Resources for Survivors

Chairwoman LaSata and Chairman Kesto -5- March 29, 2018

As discussed in response to question 2, under the practice in effect prior to the

Chairwoman LaSata and Chairman Kesto -6- March 29, 2018

MSU thoroughly investigated each of Ms. Thomsahow’s and Ms. Denhollander’s

Ms. Denhollander reported that Nassar engaged in intra-vaginal massage (penetration)

Chairwoman LaSata and Chairman Kesto -7- March 29, 2018

provided conference presentations describing the STL Release procedure much as it

Chairwoman LaSata and Chairman Kesto -8- March 29, 2018

Chairwoman LaSata and Chairman Kesto -9- March 29, 2018

specifically advises students of their right to file a complaint regarding sexual

While not specific to investigations involving medical experts, investigators do have

16. Were complainants in sexual misconduct investigations by OIE in 2014-16 provided

OIE became operational as an investigative group around July 2015. Beginning in

Chairwoman LaSata and Chairman Kesto -10- March 29, 2018

Chairwoman LaSata and Chairman Kesto -11- March 29, 2018

OIE or tracked, unless OIE assistance was required in the implementation of an

Chairwoman LaSata and Chairman Kesto -12- March 29, 2018

Chairwoman LaSata and Chairman Kesto -13- March 29, 2018

It is not MSU’s practice to do background investigations on witnesses to a Title IX

Chairwoman LaSata and Chairman Kesto -14- March 29, 2018

with U.S.A. Gymnastics had been terminated involuntarily as the result of an

Chairwoman LaSata and Chairman Kesto -15- March 29, 2018

1. Required Online Training

• Providing information to identify sex discrimination and sexual harassment,

Chairwoman LaSata and Chairman Kesto -16- March 29, 2018

The Sexual Assault and Relationship Violence Prevention Program (“SARV”) is a

SARV provides an International Student SARV Workshop designed to accommodate a

Training for Student-Athletes, Athletics Coaches, and Staff:

Chairwoman LaSata and Chairman Kesto -17- March 29, 2018

• MSU’s policies and grievance procedures;

MSU Awareness and Outreach Programs:

Chairwoman LaSata and Chairman Kesto -18- March 29, 2018

2017-2018 YTD (3/25/18): 740

Title IX Investigator Position Description:

Chairwoman LaSata and Chairman Kesto -19- March 29, 2018

Unit Specific Education/Experience/Skills

Knowledge equivalent to that which normally would be acquired by a four-year college

JD or advanced degree in relevant field; experience in higher education; experience in a

Training is provided to the Title IX Investigators on how to conduct adequate, reliable,

Chairwoman LaSata and Chairman Kesto -20- March 29, 2018

Investigators receive an annual performance review by their director.

Chairwoman LaSata and Chairman Kesto -21- March 29, 2018

Chairwoman LaSata and Chairman Kesto -22- March 29, 2018

• Providing information to identify sex discrimination and sexual harassment,

The Sexual Assault and Relationship Violence Prevention Program (“SARV”) is a